{"id":4110290,"url":"https://alion.io/job/accel-entertainment-director-talent-development","title":"Director, Talent Development","company":{"id":3865823,"name":"Accel Entertainment","domain":"accelentertainment.com","url":"https://alion.io/company/accel-entertainment","size_band":"1001-5000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":83,"open_postings":3,"ghost_share":0,"stale_share":0.667,"repost_share":0,"time_to_fill_p50_days":28,"computed_at":"2026-11-12T10:38:37Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Burr Ridge, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":160000,"max":180000,"currency":"USD","period":"year","gross":null,"usd_annual":180000},"salary_estimate":null,"experience_years_min":8,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-11-11T23:16:22Z","employer_posted_date":"2026-11-11","last_verified_at":"2026-11-12T21:00:35Z","board_verified":true,"closed_at":null,"days_open":1,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":1},"description":"About Us\nAccel Entertainment, Inc. (NYSE: ACEL) is a growing provider of locals-focused gaming and one of the largest terminal operators in the United States, supporting more than 29,000 electronic gaming terminals in nearly 4,700 third-party local and regional establishments and 20 self-operated gaming locations across ten states. Through exclusive long-term contracts, Accel serves licensed non-casino locations including bars, restaurants, convenience stores, truck stops, gaming cafes, and fraternal and veteran establishments.\nAccel provides its local partners with a turnkey, full-service, capital-efficient gaming solution that encompasses manufacturing, content, payments, loyalty, 24/7 customer service, data analysis and reporting, and cash logistics. The Company’s racino, Fairmount Park - Casino & Racing, features live racing, electronic gaming machines, live table games, food and beverage amenities, and pari-mutuel betting.\nJob Description:\nDUTIES AND RESPONSIBILITIES\nTalent Strategy and Advisory\nSet talent strategy: Develop and execute an enterprise talent development strategy aligned with Accel’s business priorities, growth plans, culture, and workforce needs.\nAssess capability gaps: Partner with HR Business Partners and business leaders to assess organizational and individual capability gaps and translate needs into targeted development solutions.\nAdvise senior leaders: Serve as a trusted advisor to senior leaders on leadership development, organizational capability, talent development, and succession needs.\nGuide change: Apply change management and organizational development practices to help leaders guide teams through change and build organizational readiness.\nStay current: Stay current on talent management, learning, leadership development, and organizational effectiveness practices and introduce solutions appropriate for Accel’s operating environment.\nLeadership and Learning Development\nDevelop leaders: Lead the design and delivery of leadership and manager development programs that strengthen accountability, coaching, decision-making, collaboration, and people leadership capabilities.\nCreate learning experiences: Create scalable learning experiences for emerging leaders, frontline managers, experienced leaders, and high-potential talent.\nEquip managers: Build practical tools and programs that help managers improve performance, develop employees, provide meaningful feedback, and strengthen team effectiveness.\nApply learning design: Apply adult learning principles and modern learning methods to create engaging, practical, business-relevant development experiences.\nDrive talent initiatives: Drive mentoring, high-potential development, and other strategic talent initiatives and partner with HRBPs.\nTalent Management Processes\nOwn talent processes: Own and continuously improve enterprise talent processes, including talent reviews, succession planning, development planning, performance reviews, and career development.\nFacilitate talent reviews: Facilitate talent reviews and succession discussions; support leaders in identifying critical roles, assessing talent, building successor pipelines, and creating actionable development plans.\nBuild career pathways: Develop career development frameworks, learning pathways, and internal development opportunities that support employee growth and internal mobility.\nOnboarding, Engagement, and Recognition\nLead onboarding: Lead the design and continuous improvement of the onboarding and orientation program to accelerate new-hire readiness and strengthen the employee experience.\nDrive engagement and recognition: Develop and execute employee engagement and recognition strategies that strengthen culture and retention; own and manage technology for recognition, engagement, and onboarding and offboarding surveys, and partner with HRBPs to analyze trends and use the data for coaching and development planning.\nMeasurement, Technology, and Budget\nMeasure and report impact: Establish measures of effectiveness and use talent, performance, retention, feedback, and business data to evaluate programs, recommend improvements, and regularly report results to the Chief People Officer and senior leadership.\nLeverage HR technology: Partner with HRIS and other HR teams to leverage Workday and related technology for learning, talent, performance, succession, reporting, and employee development.\nManage budget and vendors: Develop and manage the talent development budget, allocating resources across programs and initiatives; manage external learning partners, coaches, facilitators, and vendors, including program quality and return on investment.\nTeam Leadership\nLead the team: Lead, coach, and develop talent development team members, as applicable, while creating clear priorities and accountability for results.\nAll other duties assigned.\nQUALIFICATIONS\nEducation & Certifications\nBachelor’s degree in Human Resources, Organizational Development, Business, Education, Psychology, or a related field required; advanced degree preferred.\nProfessional HR certification (e.g., SHRM-CP/SCP or PHR/SPHR) and/or facilitation or assessment certifications (e.g., Insights Discovery, Situational Leadership) preferred.\nExperience\n8-10 years of progressive experience in talent development, learning and development, talent management, organizational development, or a related HR discipline.\n3+ years of experience leading enterprise talent or leadership development programs, teams, or major initiatives.\nDemonstrated experience designing and facilitating leadership and manager development programs and supporting senior leaders.\nExperience with succession planning, talent reviews, performance management, career development, development planning, onboarding, and employee engagement and recognition strongly preferred.\nExperience of applying change management and organizational development practices.\nExperience managing program budgets and external partners, including vendors, coaches, and facilitators.\nExperience in a multi-site, distributed, hospitality, gaming, retail, operations, or similarly complex environment preferred.\nSkills & Competencies\nStrong business acumen with the ability to connect talent strategies to operational and financial priorities.\nExpertise in leadership development, adult learning, instructional design, facilitation, coaching, and talent management practices.\nExecutive presence and strong consulting, influencing, and relationship-building skills across all levels of the organization.\nAbility to translate complex organizational needs into simple, practical, scalable programs and tools.\nStrong project and program management skills with the ability to manage multiple enterprise initiatives and stakeholders.\nData-driven mindset with the ability to define success measures, analyze talent data, and communicate insights and recommendations.\nProficiency with HR technology and learning/talent platforms; Workday experience preferred.\nPHYSICAL DEMANDS AND WORK ENVIRONMENT\nTypical office environment.\nFrequent travel required to support business locations and leadership teams.\nThe above is intended to describe the general content of, and requirements for, the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or physical requirements. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.\nBase Pay Range :\n$160,000-180,000/yr\nThis range represents the low and high end of the anticipated base salary range for this position. The base salary will depend on a number of factors such as: qualifications, experience level, and skillset.\nVoluntary full-time employment benefits include medical, dental, and vision; life, AD&D, critical illness, and hospital insurance; short and long-term disability; identity/legal protection; as well as access to FSA and HSA accounts. Full and part-time employees are eligible to contribute to traditional and/or Roth 401(k) plans. Our Employee Assistance Program (EAP) offers counseling for a multitude of topics including (but not limited to) mental health, finances, adult care, disability, and grief.\nAccel Entertainmentis an equal opportunity employer. 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